At Sherwin-Williams, our purpose is to inspire and improve the world by coloring and protecting what matters. Our paints, coatings and innovative solutions make the places and spaces in our world brighter and stronger. Your skills, talent and passion make it possible to live this purpose, and for customers and our business to achieve great results. Sherwin-Williams is a place that takes its stability, growth and momentum and translates it to possibility for our people. Our people are behind the strength of our success, and we invest and support you in:

Life … with rewards, benefits and the flexibility to enhance your health and well-being
Career … with opportunities to learn, develop new skills and grow your contribution
Connection … with an inclusive team and commitment to our own and broader communities
It's all here for you... let's Create Your Possible

At Sherwin-Williams, part of our mission is to help our employees and their families live healthier, save smarter and feel better. This starts with a wide range of world-class benefits designed for you. From retirement to health care, from total well-being to your daily commute—it matters to us. A general description of benefits offered can be found at http://www.myswbenefits.com/. Click on “Candidates” to view benefit offerings that you may be eligible for if you are hired as a Sherwin-Williams employee.

Compensation decisions are dependent on the facts and circumstances of each case and will impact where actual compensation may fall within the stated wage range. The wage range listed for this role takes into account the wide range of factors considered in making compensation decisions including skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. The wage range, other compensation, and benefits information listed is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable federal, state, and local laws including with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act where applicable.

Sherwin-Williams is proud to be an Equal Employment Opportunity employer. All qualified candidates will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information, creed, marital status or any other consideration prohibited by law or by contract.

As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.

Please be aware, Sherwin-Williams recruiting team members will never request a candidate to provide a payment, ask for financial information, or sensitive personal information like national identification numbers, date of birth, or bank account numbers during the application process.

POSITION REQUIREMENTS:

FORMAL EDUCATION:

Required:

• Bachelor’s degree in Accounting, Finance, Human Resources, or General Business

Preferred:

• CCP Certified Compensation Professional

KNOWLEDGE & EXPERIENCE:

Required:

• 3+ years of Accounting/Finance/Human Resources OR 2+ years as a Compensation Professional

Preferred:

• Compensation Experience in a professional setting.
• Exposure to Varicent Incentive Plan System.

TECHNICAL/SKILL REQUIREMENTS:

Required:

• Analytical skills and ability to comprehend incentive plan logic and Varicent logic
• Communication skills ability to clearly communicate to key employees (Sales Management, Finance, VPs of HR) both verbally and written.
• Knowledge of MS Excel formulas (LOOKUP’s, Pivot Tables) for analysis and reporting.
• Ability to meet time sensitive deadlines as well as ad-hoc requests.
• Exceptional Customer Service skills
• Exceptional attention to detail and accuracy.
• Adaptability to change.
• Desire and ability to make improvement.

TRAVEL REQUIREMENTS: (TIME SPENT AWAY FROM HOME OR OTHER TYPICAL OFFICE LOCATION)

• 10%

CORE RESPONSIBILITIES AND TASKS:

The Compensation Analyst will apply expertise to support finance and global compensation teams in the administration of variable pay programs within the Varicent incentive plan system, operating as part of the Compensation Center of Excellence (COE).

(1) Incentive Compensation Management:

• Ensure timely and accurate incentive payouts for payees within the Varicent system, including quarterly payout checklists, manual calculations, auditing, and responding to complex inquiries escalated from Compensation Specialists.
• Serve as the primary liaison with Finance for territory budgeting, overseeing initial proposed budget setup each Q1 and collaborating with Enterprise and Division Finance teams to ensure ongoing accuracy of budget and actual data through system uploads, table updates, and necessary budget adjustments.
• Act as the main point of contact for inquiries related to assigned Incentive Plans.
• Generate and communicate payout files for US Quarterly/Annual Plans.
• Lead Varicent system management activities, such as, new year configurations and new plan implementations.
• Responsible for calculating, obtaining approvals for, and processing manual payout adjustments in alignment with compensation policies and timelines.
• Oversee administrative processes including exception resolution, budget modifications, and manual data uploads using Excel to ensure accuracy and efficiency in compensation operations.
• Develops and maintains Standard Operating Procedures (SOPs) to support operational efficiency and knowledge transfer.

(2) Varicent Key Strategic Initiatives & Process Improvement:

• Lead tasks related to the implementation of new compensation plans and modifications to existing plans within the Varicent system.
• Facilitate requirement-gathering sessions with stakeholders to define business needs and plan objectives.
• Build and update compensation plans in Varicent, ensuring alignment with organizational goals and compliance standards.
• Develop and execute comprehensive testing strategies to validate plan functionality and accuracy.
• Ensure all necessary data elements are present and properly integrated to support plan execution.
• Ensure new plans and plan changes function in Varicent and meet the users needs.
• Document standard operating procedures (SOPs) for all new and updated plan processes to ensure consistency and knowledge transfer.
• Process Improvement – continually improve processes.
• Develop new methods and systems to enhance functions.
• Proactively troubleshoot potential issues and recommend solutions.

(3) Comprehensive Responsibilities:

• Deliver Varicent system training and onboarding support to new users, ensuring effective adoption and utilization.
• Conduct job grade evaluations, market benchmarking, and organizational structure analysis.
• Provide analytical support for ad hoc projects and initiatives.

“Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company’s staff, employees, and business relationships.”